HR Data Lead

Médecins Sans Frontières is an independent, international medical and humanitarian organization that provides care to people in need, people affected by natural or man-made disasters, and victims of armed conflict, without discrimination and without regard to race, religion, creed or political affiliation (MSF Charter). The MSF movement is built around 5 operational centers supported by 24 sections and offices worldwide. MSF Operational Center Geneva (MSF OCG) is one of these centers.

We are looking for an experimented HR Data Lead to join our HRIS Strategic Project. Under the supervision of the HRIS Program Manager, the HR Data Lead is responsible for leading the HR Data workstream for the HRIS Project. The position works with the Information System Department, including the Head of Projects and Applications, the Entreprise Architect and the IT HR Specialists as well as with the Data Protection Officer (DPO). The position works also intensively with the HR Department, including the HR Managers and several HR Specialist.

As HR Data Lead you are globally responsible for defining and implementing the HR Data Model and the HR Data Governance, setting the baseline for the HRIS implementation. More specifically the HR Data Lead will play a critical role in establishing and leading the HR Data cleansing strategy, pre-requisite to the data migration toward the new solution.

In this role you will be :

• Defining and safeguarding data quality and standards within our HRIS, ensuring accurate reporting and compliance.
• Creating a collaborative relationships with the HR Managers and functional owners in order to ensure that data supports the business processes
• Identifying the data requirements, worklows and related processes to be implement in the HRIS
• Collaborating with DPO to ensure the compliance of the Data Requirements to Data Protection regulations.

Defining the HR Data Governance and Safeguarding Data Quality and Standards

• Develop and enforce Data governance policies and procedure, to ensure compliance and data quality standards.
• Create an HR Data Catalog and design the processes to maintain accurate and up-to-date information in the catalog.
• Establish roles and responsibilities (data ownership)
• Define audit internal procedures to ensure accuracy and consistency.

Expected Results

• Well-defined HR Data governance, including roles, ownership, and processes.
• Enhanced accuracy and reliability of HR data.
• Compliance with internal and external reporting requirements.

Creating Collaborative Relationships with HR Managers and Functional Owners:

• Establish regular communication channels with HR Managers and functional owners to understand business processes and data needs.
• Provide support to HR teams in utilizing the Data governance and related policies.
• Conduct training sessions to ensure stakeholders understand their roles and their responsibilities.

Expected Results

• Improved collaboration between the functional owners, the HR data consumers and IT
• Increased understanding of the concepts underlying the HR Data Governance

Identifying Data Requirements, Workflows, and Processes for HRIS Implementation:

• Collaborate with HR teams to identify the data requirements.
• Document data workflows and processes that need to be implemented within the HRIS.
• Ensure alignment of HRIS capabilities with identified data requirements.
• Liaise and report to the HRIS Program manager to align with the Implementation Plan

Expected Results

• Clearly defined data requirements for the HRIS implementation.
• Streamlined and efficient data workflows within the HRIS to match the targeted data architecture.
• Improved data accessibility and usability for HR teams.

Collaborating with Data Protection Officer:

• Work closely with the DPO to understand and implement data protection regulations within the HRIS
• Assess with the DPO potential needs for data protection training programs for HR staff

Expected Results

• HRIS data compliant with data protection regulations.
• Mitigation of potential data protection risk resulting from DPIAs

Leading HR Data Cleansing and Data Migration Strategy:

• Develop and implement a comprehensive HR data cleansing strategy in preparation for data migration.
• Collaborate with IT HR Specialists identify and rectify data inconsistencies and inaccuracies.
• Ensure data cleansing aligns with defined data quality standards.
• Collaborate with the Information System Department and the Program Manager to establish data validation processes and Data migration strategy that aligns with the implementation plan.

Expected Results

• Cleansed and accurate HR data ready for migration.
• Minimized data migration risks and errors.
• Seamless transition to the new HRIS solution.

Education

• Tertiary degree in a related field such as Human Resources, Information Systems, Business Administration, or a related discipline
• PMP certification or similar project management certification is a strong asset
• Certifications in data management, analytics, or related fields

Experience

• Several years of experience in data analysis, data architecture, data modelling, with a particular focus on HR data
• Experienced in working with data management tools
• Practical experience in HRIS implementation, data cleansing and data migration, and collaboration with cross-functional teams is highly valued.
• Previous project management experience is often preferred, especially for a lead role.
• Experience in facilitating training in the Data field is a plus
• Ability to manage and analyze data efficiently.
• Project management skills specific to HRIS implementation.
• Expertise in ensuring data accuracy, consistency, and compliance.
• Skills to translate legal requirements and Data Protection regulations into practical solutions within HRIS.
• Strong attention to detail and analytical abilities for data quality assurance.
• Knowledge with HRIS platform, various HR systems and technologies
• Knowledge and understanding of HR processes and broader business operations.
• Effective communication and interpersonal skills to collaborate with various stakeholders.
• Good understanding of the change management challenges in the Data field would be valued.

Languages

• French: Proficiency in excellent written and verbal communications
• English: Proficiency in written and verbal communication

Personal Abilities

• A high level of attention to detail in managing and validating data.
• Analytical mindset for interpreting data and identifying patterns.
• Strong communication skills for effective collaboration and conveying information.
• Ability to adapt to changes, especially in the context of HRIS implementation.
• Great teammate, eager to collaborate with diverse stakeholders.
• Problem-solving skills, particularly in addressing data-related challenges.
• Leadership skills to lead the HR Data workstream effectively.
• Flexibility in handling various aspects of HRIS implementation and data governance.
• Strong organizational skills for managing project timelines and deliverables.
• Excellent ability to work in a multicultural environment successfully and to demonstrate commitment and support for diversity, gender-responsive, inclusive, and non-discriminatory behaviour and attitudes.

• Full-time position 100% (40h/week)
• Working place: Geneva
• Gross monthly salary (for 100%): from CHF 8’431.- to CHF 9’611.- (salary commensurate with equivalent experience and internal salary grid)
• Paid vacation: 25 days per year, prorate temporis, plus any Swiss public holidays falling within the contract period.
• Pension plan: pension contribution covered 3/4 by MSF, 1/4 by staff member
• Relocation package if moving from a different country to Switzerland.

Candidates submit their application following the requirements: CV 2 p. max. – letter of motivation 1p. max. – in French or English.

Deadline for application is March 10 th , 2024.

We reserve the right to close the position early if we consider the number and quality of applications received to be sufficient.

The applications will be treated confidentially.

Only short-listed candidates will be contacted.

Only applications submitted on our recruitment platforms will be considered.

Please note that we do not wish to use the services of recruitment or placement agencies.

At MSF, we are committed to an inclusive culture that encourages and supports the diverse voices of our staff members. We strive to create workplaces where teams of people with diverse backgrounds, characteristics, perspectives, ideas and experiences work together for the social mission of MSF to create better outcomes for our patients and the communities we work with.

We welcome applications from individuals of all genders, ages, sexual orientations, ethnicities, background, religions, beliefs, ability status, and all other diversity characteristics.

MSF does not tolerate sexual exploitation and abuse, any kind of discrimination orharassment, including sexual harassment. All selected candidates will, therefore, undergo reference checks.